The success of any organisation, in essence, revolves around its ability to adapt to constant change, i.e. to learn. Thus, the efficacy at which an organisation learns is key to whether it grows steadily or staggers, and dies. The five dimensions of organisational learning include psychological, cultural, leadership, contextual, and structural.
Secondly, cultural behavior includes values, beliefs, and shared behavior. Such factors in organisational culture are envisioned by the leaders, and primary stakeholders of an organisation, and shared with employees, thereby ensuring that the organisation’s members are on the same page. Moreover, a culture that promotes learning increases the organisation’s profit, productivity, and efficiency, thereby enhancing teamwork, loyalty, and commitment (Jarman et al.).
Third, leadership is an integral component to organisational learning, characterized by employee workplace commitment, a devotion to learning, and learning from errors. For example, any organisation, in order to succeed, needs motivated managers, and employees who show up to work every day. Also, success hinges on everyone’s enthusiasm with respect to continuous learning. Moreover, true learning cannot take place in a perfect world, and learning via mistakes is inevitable, and must be accepted (Jarman et al.).
Fourth, the contextual dimension of organisational learning focuses on the organisation’s ability to deal with circumstances outside of its control. For example, an organisation such as a cellphone manufacturer, may be forced to deal with changes in the availability of certain materials used in its components – factors outside of its control. Thus, learning is affected in task terms of task structure, task ambiguity, costly errors, and impact on the environment (Jarman et al.).
Lastly, the dimension of learning structure is defined as programs of orientation, written procedures, roles within the organisation, and functions within the organisation’s operations. Structure is integral to many aspects of an organisation’s overall functions, and is the dynamic that is primary to its likelihood of prosperity, adaptability, and the ability of employees to competently perform their roles. An organisation’s structure is the foundation of any organisation (Jarman et al.).
Work Cited
Jarman, Heather, Maqsoodi, Arezo, Fofanah, Foday, & Hashbal, Zahrah. (n.d.). “Organisational Learning.” PowerPoint Presentation.
